Introduction to Statistics and Econometrics Essay Example for Free

Introduction to Statistics and Econometrics Essay1. Specialty faces the decision of how m whatsoever tolerate Teddy units to nine for the coming holiday season. Members of the management team suggested order quantities of 15000, 18000, 24000 or 28000 units. The wide range of order quantities suggested indicate considerable disagreement concerning the mart possible. The product management team asks you for an analysis of the stock-out probabilities for various order quantities,an estimate of the profit potential, and to help make an order quantity recommendation. Specialty expects to sell withstand Teddy for $24 based on a cost of per unit. If inventory remains after the holiday season, Specialty will sell all tautological inventory for $5 per unit After reviewing the sales history of similar products, Specialtys senior sales forecaster predicted an expected demand of 20,000 units with a 0.95 probability that demand would be between 10,000 units and 30,000 units. Questions 1. Approximate the demand distribution using Normal distribution and sketch the distribution. 2. Compute the probability of a stock-out for the order quantities suggested by members of the management team. 3. Compute the projected profit for the order quantities suggested by the management team under three scenarios worst case in which sales is 10,000 units, most likely case in which sales is 20,000 units and best case in which sales is 30,000 unitsQuestions1. One of Specialtys managers felt that the profit potential was so great that the order quantity should have a 70% chance of meeting demand and only a 30% chance of any stock-outs. What quantity would be ordered under this policy, and what is the projected profit under the threesales scenarios? 2. Provide your own recommendation for an order quantity and blood line the associated profit projections.

Gendering Childhood Essay Example for Free

Gendering Childhood EssayToy stores argon places where the gender of different children is being shaped be it femininity, masculinity or gender- nonsubjectiveity correspond to the current ideas of society and culture about gender. It is therefore evident that toy stores ar actually catalysts to the ongoing ideas about a certain kind of gender. In terms of gender-neutral toys, toy stores crowd out be seen as a channel for interaction or equality between the sexes, although this is only seen some of the toys intended for toddlers and teens, and the toys that are digital/computer-based such as educational toys and consoles. In most toy stores, there are clear divisions and may even be separated and set on opposite ends of the store. There are also sections where it is not clear whether or not the intention is for either gender. The toy stores are also divided depending on the age of those who are going to buy them. Usually, the age is progressive as one goes deeper into the store from the most simple of dolls and balls for one-year olds to the complex digital, computerized toys that can span from the age of seven and up.Looking at the store itself, the general theme of a certain section can actually point to whether or not the section is intended for boys, girls or neither gender. It is seen in many ways including the color scheme of the section, the featured toys and, sometimes, even the salespersons manning the section. However, the toy stores arent clear in their customers in terms of labeling a section either for boys or for girls. Most of the signs in the sections are only implicit in the themes that they take. Gender neutral sections are often filled with toys that are educational and electronic gadgets.Also, gender neutral sections often have neutral colors such as clean and silver as opposed to the gendered colors of pink and blue. They are also often seen in the middle of the gendered section. In terms of packaging, some of the toys are har dcore in their intended customers by showing either boys or girls playing with the toys they are selling printed on the boxes. Gender neutral toys are often printed with twain a girl and a boy on the cover, cooperating or looking very intrigued as they play or tinker with the toys.Other gender-neutral toys have neither child involved but only a feature of the product without any action that denotes the cultures (in this case, Americas) notion of femininity or masculinity. The colors are neutral often just a white background and does not feature any actions that could be seen as either haywire (feminine) or hard (masculine). A gendered toys packaging, on the other hand, has an implicit message conveyed on the box. Action, competition, adrenaline, and the macho effect are often pictured in the boxes of boys toys in the boys section.On the girls section, flowers, happy homes, cute and sexy themes seem to dominate the shelves often, older themes of make-up and fashion are being made as toys, as if pushing for girls to be women at a younger age. Going further into the connection of age and gendered toys, there seems to be a pattern concerning gendering them with think of to age. This is not to say, however, that other toys that dont subside into these two categories are not gender neutral. There are also toys, most belonging to sports, which are gender-neutral.Toddlers usually have gender neutral toys intended for two things. The first involves amusement in the form of dolls and other soft items that they can chew on, throw, fall on and hit without causing them any harm or danger. Some of these toys may be gendered but many of them are not. The second is to educate them. These educational toys are completely gender-neutral as toy-makers consider the minds of either sex of the children as capable of processing basic information that they should learn, such as knowing what a cow is and what sounds they make.And since toys are not exactly limited to children, so me toys that can have adults as audiences as well, such as game consoles and sports-oriented toys, are gender-neutral and are only gendered when it comes to the accessories and other things that they append to these toys. Some examples include the game cartridges. Because of gendering of the majority of toys in the formative years of the child, the idea of femininity and masculinity are instilled in society in an ongoing cycle.The current societys ideal of masculinity are seen instilled in children in the early stages, dictating and instilling ideas on how girls and boys should be and how they should grow up to be. This forces them to conform to societys current ideas of them aside from possible biological and other external influences that dictate children from their earliest years. Although gender mouthful may change in the later years, the influence of toys given to children even if it is feminine toys given to boys is a factor in how these children grow up to be.

Plato and Gettier on Knowledge Essay Example for Free

Plato and Gettier on Knowledge EssayPlato in one of his most famous earliest confabulation Meno tried to provide a new way of explaining how we military mans acquire acquaintance. The common nonion of the ancient Greeks and even to our times on how we acquire knowledge is the characteristic of knowledge to be taught and learned. Knowledge in a sense is an outside entity that resides outside ourselves. We learn outside of ourselves by means of our environment or other people that try to teach us. However, the events and flow of reasonion in Meno had convinced Plato to provide a new framework that will be able to discuss how we acquire knowledge. Platos introductory discussion says that knowledge acquisition is more in fact a matter of memorial instead than learning. We acquire knowledge and ideas from the in spite of appearance of ourselves and not through the lessons outside ours. Plato rooted this from the belief of the priest and diviners and even philosophers to the immortality of the soul. The soul had existed since time immemorial making it able to know everything it needs to know. whatever knowledge and ideas had already been embedded on the soul because of immortal existence.However, as the soul transfer from one body to another body because of the mortality of the human body, Plato argued that as the body withers and dies, all the knowledge are forgotten and put into background. From here, Plato would argue for the knowledge acquisition to be a matter of recollection and remembering of the knowledge and ideas already possessed by the soul. Plato believed that whatever we know is a recollected and remembered idea of the souls former existence.This concept was explained by Socrates to Meno with the help of Menos slave. Socrates called the slave and asked approximately questions regarding geometry and the measurement of some shapes. Socrates tried to ask some questions that direct the slave to answer them rightfully. It is important to not e the slave is uneducated in the classical sense. However, through Socrates questions, he managed to enable to direct the slave towards right answers. This had help to prove to Meno that the soul already possessed the knowledge and opinions about everything.For Plato, this knowledge can be accessed by examining ourselves and with yourself or someone asking the right questions that will redirect you to the knowledge and ideas inside your soul. Knowledge is desexualised in its justification, truth and being a belief. After discussing the nature of knowledge and how we can acquire it, Socrates and Meno moved on to discuss to define opinion and its relevance on the affairs of man. The task is simple, to define opinion (true opinion) and to contrast it to knowledge.Primarily, Socrates acknowledged the role of a sound opinion in the human affairs. He did not disregard it completely but rather understand its use in some cases. In fact, he acknowledges the inclination of virtuous men to r ely on their true opinion to do good things. However, Socrates distinctly undermines opinion even they are good when it is contrasted to knowledge. For Plato, an opinion does not last extensive and easily withers in contrast to knowledge that has the faculty to last eternally.The main difference lies on the presence of a rationality and grounds on knowledge and its absence of an n opinion. He used the congresswoman of a statue. He stated that the statue with that is tied in a good foundation will be able to last longer compare to a statue that is not tied. For Socrates, though an opinion can produce the same awe to an observer, it is a natural tendency for humans to ask the question of why and how. These questions cannot be answered by an opinion because of its absence of ground. In this sense, knowledge exceeds an opinion.This definition of knowledge that is characterized by Plato which is defined as a justified true belief had predominate from the ancient Greeks up to the mid -late 20th century. The general belief that knowledge for it to be referred as knowledge must be able to satisfy three basic characteristics, which is (1) justification (2) truth (3) belief was questioned by Edmund Gettiers paper entitled Is Justified True Belief Knowledge? . This short paper that had managed to provide a mistrust to the long tradition in epistemology that considers knowledge to be a justified true belief.Edmund Gettier provided to two cases or examples will put in to question the long era of this ancient belief. He presented a case in which the three conditions are present namely justification, truth, belief yet unable to be amount as knowledge because of the play of other factors. In Gettiers examples which were referred as Gettiers cases, the three criteria were only made possible by some elements of luck and chance which clearly invalidate it to be knowledge.This put an end to a long tradition of considering knowledge by the virtue of three elements of justifi cation, truth and belief. Though the paper of Gettier did not provide an alternative view or solution to his problem, responses on his paper can be summarized to the attempts of many philosophers to look or find out for the ordinal criteria that will make the definition of knowledge. Works Cited Plato. Grube G. M. A. (trans) Cooper, John (rev) Five dialogues. 2002. Hacket Publishing Company Inc. IN. Print Gettier. Edmund. Is Justified True Belief Knowledge? Web.

South African Automotive Industry Impact of Globalisation

southeastward African Automotive Industry Impact of Globalisation1. IntroductionThis paper discusses the relate of globalization on the southwesterly African automotive application in the business context. It explains the concept of globalisation and the importance of globalisation on the conspiracy African automotive industry. We explore the innovation, maturement and skills required in a globalized industry. This paper summarises of the current research of the business imperatives of globalisation in the south-central African automotive industry, which must be reorient with conflicting investment and ownership, victimization of local anaesthetic skills, manufacturing and trade.2. A Definition of Globalisation jibe to Held and McGrew 20033, the term globalisation denotes the growth of connections between various countries that exists as clubhouse and states become increasingly entangled in worldwide systems and an exchange of communication via interaction.Kugut (19991 66) defines globalisation as a means of union between nations and companies achieving a car park way of doing things. Gill (199970) defines globalisation as a method of growing frugal integration, and a rising economic interdependence between the different economies of countries. Kiely (19983) defines globalisation as a world that has brought closeness of different economies, cultures and societies. Braithwaite and Drahos (20008) define globalisation as the growth of social, cultural, economic and political relations worldwide.These definitions highlight the magnitude of globalisation. A number of theorists present various meanings for globalisation. Essentially, all of these definitions describe economic, political and social integration on a worldwide scale. The globalisation method occurring in genius take time off of the world influences what is taking place in other cracks.3. Globalisation as an Investment Driver of Growth in the Automobile Industry match to Flatters 2005, Foreign Direct Investment (FDI) has increased substantially in the south-central African automobile industry since 1995. It is difficult for South Africa to compete against other automotive supply chains nigh the world. This requires large amounts of superior, experience, skilled workers, and the latest technology systems. According to Zhu, Xu and Lundin 2006, high-end technology is required for any industry to compete in a sustainable manner, and this is very bely in terms of finance and time. According to Flatters 2005, in 1995 the initialization of the Motor Industry Development Plan (MIDP) and the Productive addition Allowance (PAA) incentive scheme set a high standard of Foreign Direct Investment in the South African automotive industry. As a result, investment in this sector is high and vehicle merchandises befool grown.4. Positive effects of globalisation in South Africa Innovation in the South African Automotive IndustryAccording to De Klerk 2006, ever since the Mot or Industry Development Plan (MIDP) was brought in by the government in 1995, the South African automotive industry has integrated into the global automotive supply chain. The MIDP bring in removed all the competition from the automotive industry. Initially, when foreign ownership had a part in the South African automotive industry, it seemed as if it would have a negative impact on the South African automotive industry. According to De Klerk, JJ 2006, foreign ownership is exactly what the South African automotive industry needed. According to Lourens Barnes 2004, in order to improve in the industry, South African automotive industry technology needs to be improved. This requires foreign cracking investment, and the opportunity for the domestic market to take advantage of it. When foreign and domestic markets work together, the technical experience is transferred to the developed country, which is then able to progress forward. Many authors have confirmed that when a country inh erits the technology that comes with Foreign Direct Investment, the host country allow for have a very good base to develop its industry further. Sadoi, 2008 Doctor, 2007 Basser, 2008, Lorentzen and Barnes, 2004According to Flatters 2005, South Africa has attracted substantial foreign investment over the past fewer years for example, Daimler Chrysler, and Alfa Romeo have invested here. However, this is very little comp bed to other developing countries. Multinational enterprises (MNE) view South Africa according to its size and for the potential for future growth in its domestic market. MNE look at the advantages that can taken from unsettled exchange rates in developed countries, the experience and quality of the workforce, and whether it is a low cost centre compared to other nations.According to De Klerk 2009, South Africa presents a beneficial emerging market for the multinational enterprises. South Africas population growth has increased by 8 percent (around 3571 350) in 19 94 and by 11.9 percent (around 5333 550) in 2000, and is still growing. There are advantages that can be taken from the defect of the exchange rate.Wessells (2004) says that since the death of the Bretton woodwind instrument system, countries worldwide may choose an exchange rate judgement. According to De Klerk 2009, South Africa has a promising economy with an unpredictable currency, which is seen as a great avail to the multinational enterprises. The quality and competence of the South African automotive workers are not of high standard. According to De Klerk 2009, the industry has a lack of skills and a unornamented of untrained laborers.5. Foreign Ownership, Education and Skills DevelopmentAccording to De Klerk 2009, it is expected that the same level of skills in a developing country be matched to that of the foreign investor. However, in developing nations the level of education is not that high. According to a literature review by Chatterji Montagma 2008 on foreign owner ship, the multinational enterprise expects developed countries to have a high level of education before investing. Nevertheless, foreign direct investment continues although the standard of education is not high. The research done by authors Chatterji Montagma 2008 around training and processes and routines found thatdeveloped countries would receive on-the-job trainingtraining is carried out with the use of advanced technologiesmultinational enterprises is impacted with quality of assembly root by the processes and routines of the host countries laborers.According to De Klerk 2009, the low cost of laborers in the local economy and processes and routines are beneficial to the multinational enterprises, with the aid of advanced technologies.6. The Development of the South African Automotive IndustryAccording to low 2009, the South African automotive industry went through a bad period in the 1980s.The economic growth was slow due to political factors and international isolation. Ve hicle sales had gradually recovered up until 2003, and had reached 617 000 units in 2005. According to NAAMSA 2006, 525 000 vehicles were produced in 2005, of which 26.6 percent were interchange abroad. By the year 2005 the South African automotive industry was liable for 7.4 percent of South Africas Growth Domestic Product. (DTI, 2007).According to shady 2009, like nigh other countries with growing economies, the South African vehicle industry had set tariffs and a string of local content programs aimed at protecting the industry. According to Black 2009, the protection ruling became a serious problem 1980s, which led to the perception South Africa automotive industry as incompetent. According to Black 2009, a year before the first democratic elections, the Motor Industry Development Plan (MIDP) was introduced. This has allowed tariffs to decline by 40 percent for light vehicles and 30 percent for vehicle components before 2002.According to Black 2009, the MITs International Mot or Vehicle Program published its first book on the future of the automobile industry. The South African automotive industry was not mentioned much, but the book contained some negative comments on the future of the South African automobile trade.7. Automobile ExportsAccording to Black 2009 motor vehicle merchandises grew fast in 2001. The increase in the quantity of vehicle exports does not mean that a foreign firm is being belligerent in the automobile industry. Being competitive relies on the company global plan and the need to optimize its global manufacturing ability according to the policy ruling at each business location. The significance of economies of scale increases competitive pressure on companies in the automotive industry, requiring that they boost their employment in order to drop unit costs Black, 2009. In 2005, the export of motor vehicles grew rapidly as foreign companies had to adopt a strategic plan to supply vehicles out of South Africa.According to Black 20 09, in 2001 the three German vehicle companies, BMW, Volkswagen and DaimlerChrysler introduced an export strategy that was generating almost 50 percent of their import rebate credit certificates from exporting vehicles. Other vehicle firms like Ford and Nissan consistently practiced a multi-modal plan, using low local content standards. By 2005, Toyota and Ford employed an export plan together with other assemblers that followed later. The growth and success in the export of the automotive vehicles has been driven by the Motor Industry Direct Plan. Many multinationals do not see South Africa as an exporting location. Keeping costs low positively impacts the rapid growth of exports. The cheap labor and low focus costs, joined with cheap property and electricity, add to the competitive advantages. According to Black 2009, in mid 2002 the cost of assembly for domestic firms such as DaimlerChrysler and BMW are below the manufacturing costs of the whole workss in Germany. High costs we re gained in the South African processes through supply chain management .i.e. the inbound and outbound logistics. According to NAAMSA 2006, Automotive Industry Export Council 2007, Department of Trade and Industry 2002, 2004, the Table 1 below, signifies the growth of the automotive exporting in 1990s, which exceeded the small regional markets and study export destinations that are at considerable distances from South Africa.The investment of vehicle production and component producers has gradually improved since the depression in the mid 1990s, when ill-defined politics and policies and a weak domestic market led to a serious slump in new capital expenditure. According to Black, 2009, an amount of capital totaling R847 million was invested in the automotive manufacturing industry in 1995. By 2005 this had increased to R3.5 billion. South African production plants still lag behind in capital expenditure compared to the vast capital expenditure in explosive markets like China, Mex ico, Brazil, Thailand, and Central Europe. Black, 2009When the Motor Industry Direct Plan MIDP was introduced in the 1990s, the South African automotive industry entered in to the African markets. Unfortunately, this market was too small to increase the production line. On a smaller scale, the Completely Knock lot CKD assembly investments continued to grow. For example, in 1998 Fiat agreed to spend R250 million in order to manufacture new models from the Automaker production factory in South Africa. Black, 2009.8. Automobile Manufacturing based in South Africa8.1 Toyota in South AfricaAccording to Black 2009, the Toyota brand was popular in the 1990s, with a big local market slice for its cars and light commercial vehicles. In the past, Toyota and Nissan were locally owned and operated by licensed agreements. Two well known international vehicle companies, Nissan and Toyota, have taken control of the South African automotive operations. These two firms have created a reaction among st rival competitors in the South African market. Toyota South Africa has securely incorporated itself into the parent global manufacturing system. The first Toyota vehicle exported out of South Africa was the Corolla. In 2005, on a large scale, Toyota exported light commercial vehicles as part of its Global project, which was called the Internal Multipurpose Vehicle project. At its Durban plant, Toyota has started production and aim to complete 300 000 units per year. However, Toyota Motor Corporation (TMC) stated that the South African manufacturing plant will be entirely incorporated into the TMC global supply system.8.2 Ford in South AfricaAccording to Black 2009, Ford has a history in the automotive assembly line in South Africa. Ford withdrew its vehicle assembly plants in the mid 1980s due to the political regime at the time. Toyota and Ford have reinvested into the South African domestic vehicle market after the first democratic election in 1994. At first they were hesitan t to export vehicles out of South Africa on a large scale and at that placefore they kept their plants going worldwide, as well as knowing that there assembly production lines are in various markets. According to Black 2009, Ford Motor Company fully invested in South Africa in 2002 and has boosted its production line volumes by producing 100 000 units per year on the T6 pickups.8.3 General Motors in South AfricaAccording to Black 2009, Delta Motor Corporation is currently licensed to export under the brand name of GM. Initially they had a problem exporting vehicles out of South Africa because they did not have a stake in the South African domestic market. In 1996, Delta invested in its first production plant in South Africa. It is a small plant that has a low production turnover on volumes. GM has started an export plan, but the units produced and content levels are too low. Additionally, their position in the domestic market is weak.9. ConclusionThis paper reviewed the impact of g lobalisation on the South African automotive industry, and discussed measures that may allow South African automotive businesses to achieve their objectives through foreign investment and ownership, development of local skills, manufacturing, and exporting.

Job Satisfaction Of Insurance Agents In Malaysia Commerce Essay

Job Satisfaction Of Insurance Agents In Malaysia Commerce EssayThis chapter is an introductory chapter. It intend to discuss on background of the study, highlight the problem statement, depict research objectives and questions and explain significance of the study, provide outline of the study and sum up a conclusion of this chapter.1.1 reach of the StudyBefore category 1997, the insurance companies in Malaysia are operating as a private company complied by the Insurance Act 1963. Yet, followed by the enactment of Insurance Act 1996 which started into force on 1st January 1997, all the insurance companies are converted to public company which licensed by the Ministry of finance under the Companies Act 1965 (Bank Negara Malaysia BNM, 2005). The growth of the insurance constancy is closely related to the domestic economy of Malaysia.Based on the financial performance, the revenue of insurance industry in Malaysia is increasing gradually year by year. It had shown that an increase of RM 1,110,806 or 7.87% in the income of insurance industry in Malaysia in year 2010 as compared to year 2009. Income of RM 14,114,618 and RM 15,225,424 are recorded respectively for year 2009 and 2010 (Malaysia Insurance Institute, 2010). Meanwhile, the number of registered agents is also growing up year by year. There was a growth from 116,008 agents in year 2009 to 122,399 agents in year 2010, which was increase by 6,391 agents (BNM, 2010).Motivation is the part of commitment and results in the achievement of the organizational objectives at the appropriate way. Job atonement of employees can motivate by different pauperization factors (Balachandar, Panchanatham and Subramanian, 2010). According to Tripathi (2001) most of the companies usually motivate their employees by offer economic reward, recognition, promotion, mull security, training and authority.When consumers indirect request to buying insurance, they will not directly contact an insurance company. There are to a gre ater extent rely on the insurance agents role to solicit and transport insurance policies or product to the general public. No doubt, the revenue of insurance industry is very much depending on the sales gained by the insurance agents. Hence, pauperism plays a great role to encourage insurance agents to work professionally in delivering their services to customers. Insurance agents will make full with their put-on when companies apply the indigence factors correctly on them. Insurance companies motivate their insurance agents by giving rewards such as extra bonus or company trip to satisfy their effort in making sales to the insurance company.1.3 Problem StatementNowadays, more and more people want to become insurance agents, which led to the increased challenges mingled with their competitors. The statistical report of Bank Negara Malaysia stated that the number of registered insurance agents had increased 5.51% from 2009 to 2010 (BNM, 2010). Normally, insurance agents do not have any basic requital but their pay is based on commission pay. Insurance agents try to retain and increase their target productivity in order to satisfy their commercial enterprises, unbosom their jobs and increase their well-being because the wages of insurance agent depends on a commission basis (Christopher, 2007). According to Bakos (2008) insurance agents retain in the company is super findd by commission as remuneration. If the commission to the insurance agents is low, it will de-motivate them and leads to resignation.Past studies showed that demand and job bliss have direct relationship to influence employee retention and performance among various types of organization (Goleman, 1998). According to Cravens, Ingram, LaForge and Young (2010) giving a right tool of training and development can motivate insurance agents more successful at selling life insurance products. Training and development can improve the job skills and knowledge of insurance agents at each leve l. Therefore, employees should be given more opportunities for advancement to motivate them in order to enhance their job satisfaction level (Feinstein, 2000). Besides, Tripathi (2001) stated that employees can be motivated by job security, recognition, promotion and training to enhance job satisfaction.There are several past researchers Hassan (2010), Salleh, Dzulkifli, Abdullah and Ariffin (2011), Golshan, Kaswuri, Aghashahi, Amin and Ismail (2011) studies on the relationship between motivation factors and job satisfaction among nurses, state Government employees and Gen-Y administrative and diplomatic officers in Malaysia but lack of studies on insurance agents in Malaysia. The objective of this research is to check into the relationship between motivation factors and job satisfaction among insurance agents in Malaysia.1.4 Research Questions and Objectives1.4.1 General ObjectiveThe main objective of this research is to identify and determine the motivation factors that influence job satisfaction of insurance agents in Malaysia.1.4.2 General QuestionWhat are the motivation factors that influence job satisfaction of insurance agents in Malaysia?1.4.3 Specific ObjectivesTo investigate whether commission pay influence insurance agents job satisfaction in Malaysia.To investigate whether job security influence insurance agents job satisfaction in Malaysia.To investigate whether opportunities for advancement and development influence insurance agents job satisfaction in Malaysia.To investigate whether work itself influence insurance agents job satisfaction in Malaysia.1.4.4 Research QuestionsWill commission pay influence insurance agents job satisfaction in Malaysia?Will job security influence insurance agents job satisfaction in Malaysia?Will opportunities for advancement and development influence insurance agents job satisfaction in Malaysia?Will work itself influence insurance agents job satisfaction in Malaysia?1.5 Significance of the StudyThis research is te nding to get to the individual and companies. Through our research, the insurance companies will know the importance of the insurance agents job satisfaction and knowing the level of job satisfaction of insurance agents. Meanwhile, individual can also gain a better understanding on motivation factors that can lead them to job satisfaction.The second aim of this research is to narrow the gap with regards to understanding job satisfaction of insurance agents by studying the motivation factors that influence insurance agents job satisfaction. Insurance companies will get to know more about the motivation factors that influence the insurance agents job satisfaction by offer some rewards system to satisfy insurance agents. This enables them to build long-term profitability and retain continuous growth in their businesses to gain competitive advantages in the insurance industry.This research will also expose a new knowledge to the public who has interest on the job of an insurance agent. It assists the public on raising knowledge and awareness of motivation factors that influence the job satisfaction of the insurance agents.1.6 Outline of the StudyChapter two shows the related literature review that provides the invertebrate foot for developing the theoretical framework to proceed with further investigation and hypotheses testing.Chapter three presents the research methodology employ to test the research questions. It includes research design, population, sample and consume procedures, data collection method, variables and measurement, and data analysis techniques.Chapter four is the description of the data analysis. It presents the overall result and findings from the data collection. Statistical Package for Social Science (SPSS) is used to generate results in this research.Chapter five is summaries the research finding and also discusses the major finding. Besides, it also discusses the limitation of the study as well as provides the recommendation for prox r esearchers.1.7 ConclusionThis chapter is about the overview of this study stated on the above. This study aims to determine the motivation factors affecting toward insurance agents job satisfaction so as to contribute for insurance companies and the public. In the following chapter two, it will provide the literature review of this study.

A Look At Burnout Psychology Essay

A Look At Burnout Psychology EssayCHAPTER 2LITERATURE come off2.1 IntroductionThis study examined the relationship between aro partd science (EI) and burnout among nurses working in private hospitals in Malaysia. Theoretical literature related to this relationship provide be presented in the jump part of this chapter. The existing literature on the topics was examined and key pieces were brought together to establish a instalation for this study. The next part of the recapitulation explores the literature which has supported the offerd relationship between EI and burnout among the nurses in Malaysia.2.2 BurnoutThe status burnout has its roots in the medical and nursing disciplines. It was first defined by a psychiatrist, named Herbert Freudenberger in 1974. The system of burnout was developed with his clinical invite by exploring the turmoil that citizenry experience every day. According to Maslach and Jackson (1981a), burnout occurs in the helping professions, such(pr enominal) as nursing due to the degenerative stress associated with doing work that involves flock. Basic every(prenominal)y burnout occurs as feelings of stirred up exhaustion, negative feelings, and attitudes within the joke and the increase of negative self- concept. The soonest use of the burnout term in nursing literature was found in the articles published by Seymour Shubin in 1978. Shubin described burnout as hazardous to nursing and all other helping professions. The study of burnout, although not exclusive to nursing, continues to be an important occupational issue for the nursing profession.2.2.1 Definition of BurnoutThere argon many definitions of burnout, besides about definitions shargon a view of burnout as a state of fatigue and emotional exhaustion, as a result of emotional depletion and loss of motivation. The term burnout that was first coined by Freudenberger in 1974 refers to wearing out from the pressures of work. It was used to describe the experience of employees in professions that needs high degree of people contract. Freudenberger in 1975 pull ahead defined burnout as wearing out, failing, becoming exhausted, and it occurs when excessive demands on energy, strength or resources are made.Cherniss (1980) was among the first to describe burnout within human service stadium who defined burnout as a process that falls to an individuals attitudes and behavior change in negative ways in response to work stress. On the other hand, Maslach (1982) who has extensively look intoed about burnout has provided the approximately commonly accepted definition of burnout as a syndrome of emotional exhaustion, de in-personization, and reduced personal accomplishment that bath occur among individuals who do people work of some kind. Maslach identified triple related themes (1) painful emotional experiences often resulted in clinical practitioners feeling emotionally exhausted and drained (2) as a result, they developed negative and cynical attitudes towards their clients and (3) personal competence suffered resulting in feelings of failure about their top executive to work in the health care profession. These three themes were summarized as emotional exhaustion, depersonalization, and reduced personal accomplishment and later operationalized to measure burnout exploitation the Maslach Burnout Inventory (MBI) (Maslach, Jackson Leiter, 1996).Garrosa, Moreno-Jimenez, Liang and Gonzalez (2008) pointed out that burnout is a detail form of chronic and occupational stress in the professional social services. According to Westman and Eden (1996), studies have sh suffer a strong relationship between work stress and burnout in many occupations. Especially, burnout has been repeatedly linked to job stress in the human service scope due to the frequent and intense interactions with clients (Cordes Doughery, 1993 Lee Ashforth, 1996). Additionally, studies have too sh proclaim that nurses who experience occupational stress experience greater burnout (Stechmiller Yarandi, 1993). Thus, burnout is related to stress whereby burnout is a reaction to stress. Prolonged and unrelieved work stress often leads to burnout which results in negative attitudes towards work. Freudenberger (1975) postulates that burnout involves personal and behavioral symptoms. Behavioral consequences of burnout include decreased interaction with care recipients, ineffective absenteeism, and high levels of job turnover (Maslach, 1982 Maslach Leiter, 1997).2.2.2 Models of BurnoutThe burnout literature provides several nonpluss of burnout. This subsection describes four moulds constructed in the early eighties which proceed from the simplest to the most complex bewilder.2.2.2.1 Cherniss transaction modelling of burnoutCherniss (1980) was a signifi bungholet figure of the first wave of burnout researchers and offered a burnout model that articulate transactional imbalance between the personal resources of the giver and the dema nds of the recipient or situation. Cherniss described burnout as a transactional stress process that involves three shows. The first face is stress whereby demands placed exceed individual resources for coping. The second stage is offer, the initial emotional response to stress which usually includes feelings of anxiety, tension, fatigue, and exhaustion. Finally, defensive coping occurs which leads to changes in attitudes and behavior such as the tendency of burnout individuals to treat clients in depersonalized way. Two years later, Cherniss modified his model and elaborated on the model that the causes of stress can either be indwelling or external demands. Additionally, the limited resources contributing to stress can also be external (e.g. availability of time, work space, and equipment) or internal (e.g. skills, knowledge, energy, and personality).In summary, Cherniss theorized that burnout is a coping response in a transactional process that begins with excessive and prolo nged exposure to job stress. The un check offlable stress causes strain in the individual which influences the coping process. If the stress is prolonged or sprains more intense, it will deplete the coping resources of an individual and force the individual to withdraw psychologically.2.2.2.2 Edelwich and Brodsky five stages of burnoutEdelwich and Brodsky (1980) suggested five stages of burnout (1) zeal (2) stagnation (3) frustration (4) apathy and (5) intervention. At the first stage, employees have great enthusiasm for their new jobs. They do not know a good deal about their job and have unrealistic expectations about outcomes of their effort. Therefore, when the outcome is not as expected, they become disillusioned. During the period of stagnation at stage two, realities of the job become evident. The job is no longer satisfying as it first appeared. Employees are now more concerned with meeting personal needs, working hours, and career development. The tercetly stage is ca lled the period of frustration. Employees begin to question their job effectiveness and the value of their job. The limits imposed by bureaucracy frustrate the individuals and they become dissatisfied with the job situation. At this stage, employees begin to develop emotional, physical, and behavioral problems.Proceed to stage four employees frustration turns to apathy because individuals feel trapped. On one hand, they feel frustrated by the job situation but on the other hand, they need the salary. The emotional and physical responses of individuals become worse whereby they would avoid clients whenever possible. The final stage is intervention. Nevertheless, it cannot be determined whether this stage would occur in an organization or the individual who is experiencing burnout would recognize their psychological state as undesirable. In summary, Edelwich and Brodsky viewed burnout as an evolutionary process that begins with idealistic enthusiasm and commitment. Subsequently, the loss of idealism, vigor, and purpose is triggered largely by work conditions (Edelwich Brodsky, 1980).2.2.2.3 Maslach Burnout caused by social interactionMaslach, a social psychologist, who became a stellar figure in the emerging research of burnout, has provided the conceptual definition that begun the second wave of research. Maslach (1982) described burnout as a three-dimensional syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. Another specific contribution Maslach made was the supposed emphasis on the relational causes of burnout which linked to the social roots of emotional expenditure (Leiter Maslach, 1988 Maslach Leiter, 1997).Maslach (1982) saw that emotional overload and consequent emotional exhaustion is the heart of the burnout syndrome. Thus, the first response to a stressful interaction with other people is emotional exhaustion. As people become emotionally depleted, they cope by cutting back on their involvem ent with others. This detached response which called depersonalization is the second aspect of burnout and leads to various negative attitudes and behaviors. At this stage, individuals who experience burnout feel more emotional distress and guilt about how they have treated those that they are trying to help. Finally, the feeling of reduced personal accomplishment which is the third aspect of burnout appears. At this point, the individuals feel inadequate about their ability to treat or help others. They tend to believe that they have failed professionally and chosen the reproach profession.A major contribution by Maslach was the development of the Maslach Burnout Inventory (MBI). Maslach and Jackson (1981a, 1981b) developed the MBI, which was one of the first reliable shafts for valid measurement of burnout. MBI is lock away the most widely-used measure of burnout in current research. MBI assesses psychological burnout and has three different versions, which include one general survey, one for human service professionals, and one for educators. The most commonly used measure of burnout is the Maslach Burnout Inventory-Human Services Survey or MBI-HSS (Maslach, Jackson Leiter, 1996) which was developed to measure occupational burnout among people working in the field of human services.2.2.2.4 Golembiewski, Munzenrider and Carter uncompromising scientific researchWhile other models focused on the order in which burnout aspects occur and the helping professions, Golembiewski, Munzenrider and Carter (1983) were concerned to make the study of burnout more unrelenting and to broaden the population in which burnout was examined. Golembiewski et al. noticed that research was lacking in terms of empirical investigation of the stages of burnout. To rectify both the lack of empiricism and put across the study of burnout to wider work settings, the authors used Maslach and Jacksons MBI (1981a, 1981b) to measure burnout among nursery school teachers and nurse educa tors.Golembiewski et al.s results in 1983 suggested that depersonalization occurs first and increases greatly before reduction in personal accomplishment occurs and finally emotional exhaustion follows. Their argument was ground on the fact that when people sense a loss of control and autonomy, their self-image is threatened. Initially, individuals may desire constructive ways out of the situation such as leaving the job. However, if the situation persists, they may begin to treat others as objects resulting in depersonalization. This will lead to diminished personal accomplishment and ultimately worsening emotional exhaustion. Based on Golembiewski et al.s findings and discussion of the burnout model in 1983, it can be classified that their model is similar to the earliest version of burnout model proposed by Cherniss (1980).Additionally, based on their model, Golembiewski et al. used a modified version of MBI and administered the instrument to a small population. The results all owed them to propose a model of burnout with eight stages. However, their model did not clarify or simplify the intellect of burnout. They moved to more rigorous methods of data collection and summary using MBI as measurement instrument and expanded the population of employees to which results can be generalized.2.2.3 Burnout and NursingEmployees in general experience burnout on the job, especially those in jobs with high contact with people. Nevertheless, nurses are considered at high risk of work-related stress and particularly susceptible to burnout among the different healthcare providers (Keane, Ducette Alder, 1985 Kilpatrick, 1989 Schaefer Moos, 1993 Schaufeli Janczur, 1994 Duquette, Kerouac Sandhu Beaudet, 1994 Farrington, 1995 Decker, 1997 Marsh, Beard Adams, 1999 Koivula, Paunonen Laippala, 2000 Taormina Law, 2000 Shimizu, Mizoue, Kubota, Mishima Nagata, 2003 Jenkins Elliott, 2004 Piko, 2006). This is also proven by the fact that burnout in nursing has received w orld-wide attention (Demerouti, Bakker, Nechreiner Schaufeli, 2000). Several studies have identified nurse burnout rates are as high as 40-50% (Hapell, Martin Pinikahana, 2003 Vahey, Aiken, Sloane, Clarke Vargas, 2004). Nurses are particularly susceptible to the development of burnout, master(prenominal)ly because of the nature and the emotional demands of their profession.Nurses experience considerable stress in their job because they have long working hours, a wide range of tasks, interpersonal conflict with tolerants and their families, doctors, and other co-workers, exposure to death and dying, and noise pollution (Schmitz, Neuman Opperman, 2000 Maslach, Schaufeli Leiter, 2001 Shimizu et al., 2003). Studies have also confirmed that stressful circumstances for hospital nurses are escalating and including work load (Foxall, Zimmerman, Standley Bene, 1990 Healey McKay, 2000 Koivula et al., 2000). Basically, nurses are subjected to many demands in the workplace which includ e physical demands and the psychological/emotional demands. The physical demands are related to the physical energy required to perform the daily duties of nursing such as transferring patients in and out of bed and lifting patients onto a bed. On the other hand, psychological/emotional demands are related to the emotional energy required to care for patients with chronic illness (Van Servellen Leake, 1993). Therefore, nurses who feel overloaded perceive a lack of meaningful society with the patients.2.3 aflame Intelligence (EI)Emotional intelligence (EI) is complementary to cognitive abilities (IQ) (Devrim, Nadi, Mahmut, Mustafa Mustafa Kemal, 2005). Goleman (1995) stated that EI is significant to success. Goleman further explains the difference between people with high IQs who experience difficulties in their personal and professional lives and people with moderate IQs who are very successful in all their endeavours. Emotions are separated from that of the rational mind having independent views and a mind of their own (Freshwater Stickley, 2004). Therefore, one has two minds, a rational mind that thinks and an emotional mind that feels. In conclusion, both the rational mind and emotional mind, lay in memories and influence our responses, actions, and choices. Furthermore, EI such as academic intelligence can be learned and developed with age (Mayer, Caruso Salovey, 2000).Research has shown that people with high EI understand their own and others feelings, know how to manage themselves, deal successfully with others, and respond effectively to work demands (Dulewicz Higgs, 2003 Goleman, 2005). Cooper (1997) stated that people with high levels of EI experience more career success, trope stronger personal relationships, lead more effectively, and enjoy better health than those with low EI. Hence, developing EI competencies in existing employees or finding individuals who posses these skills will enhance the organizations undersurface line (Goleman, 19 98a, 1998b) and ensure long-term success for the company.2.3.1 Background and Definition of Emotional Intelligence (EI)The idea of EI has its roots in the social intelligences. EI was first proposed by Thorndike in 1921, who noted that it was of value in human interactions and relationships. Gardners (1983) multiple intelligence theory later also contributed to the theory of EI through the identification of intrapersonal and interpersonal intelligences. Interpersonal intelligence comprised of the ability to understand others and to co-operate with them, whereas intrapersonal intelligence comprised of the ability to be self-aware, to recognize ones own feelings, and to use this to operate successfully in life. However, the term EI was not brought into mainstream psychology until mid-nineties (Mayer, DiPaolo Salovey, 1990 Salovey Mayer, 1990). Hence, EI is a new construct since the first peer-reviewed article that was published in 1990 (Salovey Mayer, 1990). The concept is also des cribed as a new theory which is still in the initial stage of development and testing (Ashkanasy, Hartel Daus, 2002 Cherniss, Extein, Goleman Weissberg, 2006). As a result, definition of EI varies.Salovey and Mayer (1990) first coined the term of EI and defined EI as the ability to monitor ones own and others feelings and emotions, to discriminate among them, and to use this information to guide ones thinking and actions. Mayer et al. (2000) further defined EI as an ability to recognize the meanings of emotions and their relationships, and reason and problem-solve on the basis of them. EI is involved in the capacity to perceive emotions, assimilate emotion related feelings, understand the information of those emotions, and manage them. However, the concept of EI was popularized by Goleman (1995) through his book Emotional Intelligence, which became a popular book for business and education leaders. Goleman (1998a) identified EI as the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. In addition, Bar-On (2005) defined EI as a cross-section of interrelated emotional and social competencies, skills, and facilitators that determine how effectively we understand and express ourselves, understand others and relate with them, and cope with daily demands.In conclusion, recognizing feelings and controlling emotions are described as the core competencies of EI. Individuals who are emotionally intelligent can understand one another and each others views to overcome conflict and avoid negative the relationship. Therefore, EI is about sensing what others are feelings and handling relationships effectively (Dulewicz Higgs, 2000). Previous research also addressed the relationship between EI and work outcome variables such as stress perceptions in the workplace (Bar-On, Brown, Kirkcaldy Thome, 2000 Nikolaou Tsaousis, 2002), job satisfaction (Wong Law, 2002), jo b commitment (Nikolaou Tsaousis, 2002), leader effectiveness (Higgs Aitken, 2003), and performance (Lam Kirby, 2002 Van Rooy Viswesvaran, 2004 Lopes, Grewal, Kadis, Gall Salovey, 2006).2.3.2 Theories of Emotional Intelligence (EI)Since the take of the concept of EI in 1990s, many theories have been proposed. Nevertheless, three theories have gained acceptance among scholars and practitioners (Dulewicz, Higgs Slaski, 2003). These three major theoretical constructs each focused on understanding the roles of skills, traits, and abilities in EI (Emmerling Goleman, 2003). EI has been defined as an ability (Salovey Mayer, 1990), a set of traits and abilities (Bar-On, 2005) or a combination of skills and personal competencies (Goleman, 1995).The ability model is based on an individuals ability to use emotion as part of the reasoning process (Mayer et al., 2000). Mayer et al. asserted that EI depends on the ability to process emotional information and to use core abilities related to emotions. Bar-On (2005) conceptualized EI as a set of personality traits and abilities that predict emotional and social adaption within environments. Bar-On also affirmed that EI is teachable and learnable. According to Goleman (1995), EI is a set of learned skills and competencies and this formulation is most widely accepted outside academia. Golemans ideas have contributed to the development of leadership models that outline skills and competencies related to emotionally competent leadership (Emmerling Goleman, 2003).Additionally, the literature has evolved into two main categories of EI models (1) ability model and (2) obscure model (Feyerherm Rice, 2002). The Salovey and Mayer theory is considered an ability model of EI, while the Bar-On and Goleman theories are considered mixed model of EI (Mayer et al., 2000). Basically, the ability model encapsulates EI as a skill and the mixed model go beyond ability by including additional personality characteristics that leads to ce rtain behavior.2.3.2.1 Ability ModelThe ability model of EI is the Salovey and Mayer (1990) model which officially launched the field of EI. Salovey and Mayer viewed EI as an ability that exists, interacts, and complements an individuals cognitive capabilities. Ability theory promotes the relationship between cognition and emotion based on intellectual abilities (Mayer, Salovey Caruso, 2004). Salovey and Mayer conceptualized EI as a set of interrelated skills composed of four branches of abilities, which include (1) perception and expression of emotion (2) using emotions to facilitate thought (3) understanding and analyzing emotions and (4) managing emotions (Mayer et al., 2004). The four branches can be described as follows (1) the perceiving emotions branch relates to the ability to detect emotions in oneself and in others (2) the using emotions branch relates to the ability to use emotions in cognitive activities such as problem solving (3) the understanding emotions branch rel ates to the ability to comprehend the complexity of emotional language and emotional relationships and (4) the managing emotions branch relates to the ability for one to charm emotions in oneself and in others.The ability model of EI is different from other theories because the model is the only one which utilizes an instrument designed to measure ability (Dulewicz et al., 2003). This model operationalizes EI using ability-based measures the Mayer-Salovey-Caruso Emotional Intelligence Test (MECEIT) (Mayer, Salovey Caruso, 2002) and its predecessor, the Multifactor Emotional Intelligence Scale (MEIS) (Salovey Mayer, 1990). The ability tests measure how well people perform tasks and solve emotional problems, as remote to other EI scales which rely on the individuals subjective assessment of his or her perceived emotional skills. However, ability tests are expensive and require more resources to administer and score. MSCEIT instrument is difficult to score and lacks workplace appli cability (Brackett, Rivers, Shiffman, Lerner Salovey, 2006). Consequently, self-report assessment outnumbers ability tests are more widely used in the mixed models.2.3.2.2 Mixed ModelsEI mixed theories set off the emotional and social functioning of individuals (Goleman, 2005 Bar-On, 2006). Therefore, Bar-On categorizes his model of EI as a key of emotional-social intelligence (ESI). Bar-On (2005) asserted five key competencies are associated with ESI, whereby the five domains of this mixed model are (1) intrapersonal capacity (the ability to be aware and understand ones own emotions and to express ones feelings and ideas) (2) interpersonal skills (the ability to be aware, understand, and appreciate others feelings as well as to build and fight down effective and satisfying relationships with others) (3) adaptability (the ability to adapt to various situations by effectively managing personal, social, and environmental changes by employing various skills such as problem solving, reality testing, and flexibility) (4) stress management strategies (the ability to manage emotions and to use those emotions to stay set offd and persistent) and (5) motivational and general mood factors (the ability to be optimistic, to enjoy oneself and others, and to maintain positive feelings) (Bar-On et al., 2000).The Emotional Quotient Inventory (EQ-i), a self-report measure is considered as the most widely used measure of ESI (Bar-On, 2005). The EQ-i analyzes the concept of emotional and social functioning by measuring a persons ability to deal with daily demands and pressures. People who are taking EQ-i answer questions based on five competencies (1) intrapersonal skills such as emotional self-awareness, self-regard, self-actualization, or independence (2) interpersonal skills such as interpersonal relationships, empathy, and social responsibility (3) adaptability, including problem solving, flexibility, and reality testing (4) stress management, including tolerance and imp ulse control and (5) general mood of optimism and happiness.Goleman developed his mixed model theory of EI by building on the work of Salovey and Mayer, in addition to other researchers in the field (Emmerling Goleman, 2003). Basically, Golemans model of EI can be grouped into personal competencies and social competencies that affect personal success in the workplace. Goleman (2005) stated that a personal competence is the ability to keep self-awareness and manage ones behaviors while a social competence is the ability to understand the behaviors of others and manage relationships effectively. These competencies are described in detail as (1) self-awareness (knowing ones internal states, preferences, resources, and intuitions) (2) self-management (managing ones internal states, impulses, and resources) (3) motivation (emotional tendencies that facilitate reaching goals) empathy (awareness of others feelings, needs, and concerns) and (4) social skills (adeptness at inducing desirabl e responses in others) (Goleman, 1998a).Based on the emotional competencies identified by Goleman (1998a), the Emotional Competence Inventory (ECI) was designed to assess EI. ECI is a 360-degree scale which gathers self, subordinate, peer, and supervisory ratings on social and emotional competencies of individuals in organizations. Subsequently, Boyatzis (2007) designed Emotional Social energy Instrument (ESCI), a multi-rater assessment in real organizational contexts which comprised of four emotional and social competencies, which include (1) self-awareness (2) self-management (3) social awareness and (4) relationship management.In general, EI mixed models stress performance based on behavioral competencies and personality traits suitable for a wide range of work contexts, job roles, and job levels (Petrides, Furnham Martin, 2004 Goleman, 2005 Boyatzis, 2007). The mixed model is also comprised of other measurement instruments. For examples, measures such as the Schutte Self-Repor t Emotional Intelligence Test (SSEIT) (Schutte, Malouff, Hall, Haggerty, Cooper, Golden Dornheim, 1998), and Wong and Laws (2002) leadership-focused measure of EI. Many studies in the literature utilize self-report measures of EI based on mixed model perspective that incorporates both disposition and ability (Chan, 2006). According to MacCann, Matthews, Zeidner and Roberts (2003), mixed model scales vastly outnumber ability tests at the stage of EI development, meaning that EI is more commonly assessed as a disposition, rather than as an ability. Additionally, self-report or peer-report measures require less amount of time to complete and are most cost-effective than the ability based measure.2.3.3 Emotional Intelligence (EI) and NursingThere is a large body of knowledge related to EI exists outside nursing whereas EI theory and research within nursing is scarce and a more recent phenomenon (Akerjordet Severinsson, 2007 Smith, Profetto-McGrath Cummings, 2009). Smith et al. (2009) conducted a literature review related to EI and nursing during 1995-2007. Smith et al. found only 21 theoretical and 9 empirical articles related to the subject and concluded that although the body of theoretical literature in nursing is growing, scientific research about EI and nursing is just beginning. Apart from that, researches that link EI and nursing are mostly correlation designs using small sample sizes.Akerjordet and Severinsson (2007) asserted that EI has significant implications for nurses theatrical role of work in healthcare. Therefore some qualitative studies have been conducted to explore the concepts and ideas of EI in nursing (Akerjordet Severinsson, 2004 Freshwater Stickley, 2004 Kooker, Shoultz Codier, 2007 Hurley Rankin, 2008). Akerjordet and Severinsson (2004) used qualitative interviews to gain insight into mental health nurses emotional experiences in practice and sought to understand the connection between nurses articulations of emotions in practice a nd EI concepts. Four main themes emerged from the study, which include (1) relationship with the patient (2) the substance of supervision (3) motivation and (4) responsibility which are related to different aspects of EI. For instance, relationship with the patient which was a central research finding is linked to EI through the ability to interpret and communicate emotional information. Akerjordet and Severinsson concluded that EI implies important personal and interpersonal skills in nurses therapeutic use of self, critical reflection, and stimulates the search for a deeper understanding of professional nursing identity.Additionally, quantitative studies in nursing have linked EI with coping strategies (Rochester, Kilstoff Scott, 2005 Montes-Berges Augusto, 2007) and burnout (Gerits, Derksen, Verbruggen Katzko, 2005). Montes-Berges and Augusto (2007) investigated links between nursing students EI, coping with stress and success at school or work. They indicated that nursing stu dents who possess EI competencies are more likely to manage the pressures of school and continue throughout the nursing programs. The findings further pointed out a moderate correlation between nurses EI and coping within work-related environments. Another study found a clear link between EI and burnout in nurses measured at two different points in time (Gerits et al., 2005). Gerits et al. conducted a two-year longitudinal study on the EI profiles with 380 nurses working in 56 Dutch residential facilities for people with mental retardation. The fewest symptoms of burnout were reported by female nurses with relatively high EI profiles and relatively low social skills.EI has been identified as important for leaders in healthcare environments (Vitello-Cicciu, 2002 Cummings, 2004 McQueen, 2004). Organizational literature supports the notion that strong leaders who know how to manage emotions within complex healthcare systems is needed and will further take in patient care, nurses, and organizations (Snow, 2001 Herbert Edgar, 2004 Feather, 2009). Emotionally intelligent leaders use emotionally intelligent skill to recognize the professional and emotional needs of colleagues, establish positive relationships with nurses, motivate passion and dedication in the workplace and ultimately influence patient care practices (Vitello-Cicciu, 2003). In a nutshell, emotionally intelligent leaders secure a commitment for excellence in practice through emotionally intelligent relationships that promote improvements in thinking, critical decision making, and care delivery (Strickland, 2000 Snow, 2001 Goleman, 2005).In summary, EI concept is increasingly recognized and is making an appearance in nursing journals (Cadman Brewer, 2001 Evans Allen, 2002 Freshman Rubino, 2002). The literature revealed EI is important and relevant to nursing from both an empirical and a theoretical perspective. EI influences emotion within caring relationships, quality of care and stress managemen t. Emotionally intelligent leaders influence employees retention, quality of patient care, and pati

Affirmative Action :: Affirmative Action Essays

Affirmative action, is it still needed in this day and age? Has it accomplished what it was supposed to? Many tribe say that if America concentrated on programs that provided assistance to the most needy then they would have the opportunities that affirmative action is trying to provide. By going into the ghettos of our cities and stimulating business, thereby, promoting economic growth, the disenfranchised will reap the benefits. Have they been reaping the benefits of affirmation action? As a nation devoted to equality, the United States must do aside with unproductive unravel-dividing policies. By eliminating them, Americans can take major steps in promoting competition and overcoming the color barrier. In his famous march in 1963, Martin Luther King four-year-older longed for a society where "people would not be judged by the color of their skin but by the content of their character." Moreover, skin-color and social status should be remote in hiring employees. Where as, judging people by the "content of their character" and their capabilities will create a thriving country. The emergence of Louis Farrakhan and the O.J. Simpson verdict have aroused American awareness regarding the extent to which race relations in this country have deteriorated. While Martin Luther King Jr. preached unity and equality in America, Farakahan supports segregation. Any plaque or individual promoting a particular race diminishes uniformity. The existence of affirmative action and quotas further segregates American society by characterizing people by race and distinguishing between skin color. In order to bring people together, these classifications must yield. In employment situations, when the employer is bound to affirmative action policies, an individual of race A will receive a job before a better qualified individual of race B. These results are unfortunate. Its discouraging to think that a company may not reach its greatest economic Affirmative Action 3 potential because it is forced to hire the less qualified of ii individuals. How can we, as Americans, possibly promote policies that give preferential treatment to one person over another, based on something as irrelevant as the color of their skin? We cant. Maintaining the role of one of the most competitive countries in the world, I would like to think that, as Americans, we have more compliment in our country than that which is hampered by affirmative action. Furthermore, affirmative action and quotas play a very similar role in education. Unfortunately, many exceptional young students may not reap the benefits a well-respected college has to offer because someone with a possible, lesser degree of potential may be granted admission on the basis of their skin color.